Global HRBP, North America Commercial and Global Medical Affairs

The Opportunity

The Global HR Business Partner is required to be an active strategic thought leader and member of the functional leadership team in their relevant customer group. Also, the HRBP will drive strategic HR programs across their business group and ensure consistency of practice across the enterprise

As the senior global HR partner and lead, you will work with the functional Leadership Team to create our workforce strategies that lead the business' strategy while supporting CSL's values-based culture.

Reporting to the VP Human Resources, you will work with the relevant business leaders to solve complex organizational and our challenges through people related solutions. Supporting both the Vice President, Commercial Operations, North America and the Chief Health Officer, you will use knowledge of CSL's business and people practices to align and promote our overall strategic priorities and business / function priorities.

You will achieve this by working collaboratively with business leaders to understand the business challenges and opportunities. You will develop and create value adding solutions across a range of HR areas including, talent management, performance management, change management, organization design, capability development, strategic work force planning, and employee engagement. They will use data and analytics in determining value and outcomes.

You will work in partnership with HR COEs to leverage expert experience and provide insightful and feedback to specialist functions on important initiatives. In this work they will strengthen and advocate for a "OneHR" mindset and outcomes across the business.

This is a hybrid role requiring 50% of time in a collaborative in-person team environment and estimated up to 20% travel.

The Role

• Customer group includes Leadership Teams (LT) for North America Commercial Operations and Global Medical Affairs
• HR Business Partner to Vice President, Commercial Operations, North America and the Chief Health Officer
• Set the HR strategic direction with input from GLG and HR COEs
• Lead the strategic workforce planning applying CSL's methodology.
• Leads large-scale organization design and transformation for the business.
• Provide daily leadership coaching to leadership teams and individual senior people Leaders.
• Lead the talent agenda for LT including identifying critical roles, ensure robust development plans and succession pipelines in place and incorporating DEI activities.
• Partner with COEs to guide organizational effectiveness through performance, engagement and culture programs.
• Combines business acumen with data analytics to inform and drive decision making.
• Support customer group leaders with cyclical processes such as IPM, annual merit review, engagement surveys and subsequent action plans.
• Advised from ER COE on cases and contribute to risk management decisions
• Accountable for strategic industrial relations outcomes and ensures consistency in IR across the business

Your skills and experience

• Bachelor's degree in Human Resources / Business or a related field.
• 12 – 15 years' HR experience, including generalist and specialist roles
• Experience leading HR within a global environment or commercial operations function
• Experience acting as the senior HR business partner for a global business or commercial function

Key Competencies

• Inspires the future and guides the strategy throughout the functional business unit
• Organizational Design, ensuring optimization and functional delivery model. Use defined analytics and process tools to implement change
• Coach and influence of important senior leaders in the organization.
• Cultivate Talent and takes proactive steps to secure future talent
• Promote CSL Values
• Business acumen: Knowledgeable in current and possible future policies, practice, trends and information affecting your business and organization. Awareness of how strategies work in the marketplace.
• Strong communication: ability to influence and negotiate skilfully in tough situations with important partners. Ability to have difficult conversations effectively.
• Drive for Results: Can organize leaders and teams around the HR and programs. Meets objectives optimally and is bottom-line oriented.
• Dealing with Ambiguity: Can effectively cope with change and outcomes. Can handle risk.
• Problem Solving: Use rigorous logic and methods to solve difficult problems with solutions.
• Transparency: Initiates and engages in open and regular communications with team members, ensuring that all parties have the information they need, shares points of view openly, professionally and in clear language.

Benefits: Medic